Compensation Principal

USAA • Chesapeake, VA

8d • Hybrid

About The Position

At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful. The Opportunity USAA’s Compensation Principal serves as a highly visible, strategic business partner and recognized subject matter expert, driving significant impact across the Association. This role leads the design, development, and administration of sophisticated compensation programs, providing expert consultation, in-depth analysis, and strategic advice to HR Business Partners, business leaders, and HR centers of excellence. The Compensation Principal proactively identifies and analyzes market trends, ensures regulatory compliance, and drives the evaluation of program effectiveness to ensure competitive attraction, retention, and motivation of talent. Leveraging a consulting style approach, this individual will partner with HR and the business on a variety of critical compensation initiatives, championing innovative solutions and translating complex compensation principles into clear guidance for executive stakeholders. Furthermore, the Compensation Principal will act as a mentor and coach to junior compensation consultants, contributing to the development of the broader Total Rewards team and ensuring the integrity and efficiency of compensation data and processes. We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX, Plano, TX, Phoenix, AZ, Colorado Springs, CO, Charlotte, NC, Chesapeake, VA or Tampa, FL. Relocation assistance is not available for this position.

Requirements

• Bachelor’s degree; OR 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree.
• 10 years of experience in identifying, designing, recommending, administering, and implementing efficient, innovative business solutions on compensation programs (base salary, short and long-term incentives, perquisites, reward, and recognition programs).
• Advanced knowledge of financial modeling (cost, opportunity, etc.) and data analysis tools and techniques.
• Subject-matter-expert knowledge of compensation programs and demonstrated application of knowledge, skills and abilities towards work products.
• Proven ability to create and present complex material to senior management.
• Advanced analytical, critical thinking, strategic planning, communication, and project management skills with the ability to prioritize and handle multiple and complex tasks in a demanding work environment.
• Significant subject-matter-expert level of business acumen in the areas of the Compensation, Executive Rewards, business operations, industry practices and emerging trends.
• Knowledge of laws and regulations relating to compensation administration (e.g., FLSA, California Fair Pay Act, Dodd-Frank Act).

Nice To Haves

• Demonstrated experience in coaching and mentoring compensation professionals and HR partners, providing expert guidance on complex pay decisions, program interpretation, and fostering a culture of informed compensation practices.
• Exceptional Strategic Influence and Communication Skills, with a focus on executive-level articulation, with the ability to translate complex compensation data, market analyses, and strategic recommendations into clear, concise, and persuasive communications.

Responsibilities

• Serve as the trusted strategic advisor to Total Rewards leadership, senior management, and HR leaders on all compensation matters. This includes supporting the compensation philosophy, shaping long-term strategy, and advising on compensation programs (base pay, incentives, job architecture) to meet evolving talent and economic market demands.
• Provide day-to-day guidance, coaching, and mentorship to compensation consultants, HRBPs, recruiters, and people leaders on compensation-related matters, exception requests, pay decisions, and policy interpretation. Proactively share insights on compensation market trends impacting business areas.
• Conduct in-depth competitive analysis, research, and forecasting (demographic, financial, economic) to ensure compensation structures and levels attract and retain talent, and present findings and recommendations to senior leadership.
• Champion the design, implementation, and ongoing evaluation of critical compensation programs, with a specific focus on executive rewards, long-term incentives, and broad-based incentive plans, ensuring they are competitive, legally compliant, and support organizational strategic objectives.
• Demonstrate thought leadership by developing innovative, business-centric compensation solutions. Apply technical expertise to complex work deliverables and contribute to departmental and organizational initiatives, ensuring policies are current with market trends, practices, and costs.
• Collaborate with and influence key stakeholders, control partners, and executives across the organization through clear, complex written and verbal communications, including developing materials for senior leadership on plan mechanics, outcomes, and strategic recommendations.
• Measure and evaluate the effectiveness and performance of compensation programs, providing executive leadership with actionable recommendations and plans based on analysis of benchmarking research and trends.
• Ensure all compensation programs adhere to applicable laws and regulations (e.g., FLSA, Dodd-Frank, SEC rules) by partnering with control functions and conducting assessments against regulatory guidance.
• Lead efforts to develop advanced compensation analytics, reporting, and procedures. Ensure the accuracy and integrity of HR data through partnerships with HR Operations and HRIS, implementing automation for audits and quality control.
• Actively participate in industry network forums and collaborate with peers to stay abreast of best practices and emerging trends, ensuring the firm's compensation offerings remain competitive and aligned with market standards.
• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

Benefits

• At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs.
• Additionally, our career path planning and continuing education assists employees with their professional goals.
• For more details on our outstanding benefits, visit our benefits page on USAAjobs.com.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level